清華大學(xué)mba人力資源管理課件(1)(編輯修改稿)
2024-11-12 13:38 本頁(yè)面
【文章內(nèi)容簡(jiǎn)介】 ersonaltoholder responsibilities.” Job Evaluation : 3 Main Methods ?Qualitative Method (an example is the Job Classification Method and the Job Comparison Method) ?Quantifying the Qualitative Method (an example is the Point Method) ?Quantitative Method (an example is the Guide Chart Profile Method) Job Classification Method adopted by Academic Institutions such as Universities ? Job Class A : Doctorate Degree with at least 10 years post doctoral experience plus relevant management experience (Faculty Head) ? Job Class B : Doctoral Degree with at least 5 to 10 years post doctoral experience (Full Professor) ? Job Class C : Doctoral Degree with less than 5 years post doctoral experience or Masters Degree with over 10 years post graduate experience (Associate Professor and Senior Lecturer) ? Job Class D : Masters Degree with 5 to 10 years post graduate experience (Lecturer) ? Job Class E : Masters Degree with 3 to 5 years experience (Assistant Lecturer) ? Job Class F : Masters Degree with less than 3 years experience (Teaching or Research Assistant) Job Evaluation: The Point Method Job Evaluation Process 1. Form a Job Evaluation Steering Committee 2. Draw up a workplan for the exercise 3. Decide on the benchmark jobs 4. Decide on the job factors for the evaluation 5. Determine number of degrees for each factor 6. Prepare job descriptions based on jobfactor format 7. Analyse each benchmark job in terms of factors and degrees 8. Decide on the weights of each factor 9. Determine the weighted score for each benchmark job 10. Slot in all other jobs into the job grades The Point Method Form the Job Evaluation (JE) Steering Committee a. The Steering Committee should be chaired by the CEO with functional Managers/ Heads as members. The HR Manager should be the Secretary of the JE Steering Committee. b. If an external consultant is employed to assist in the exercise, then he should be designated as the advisor to the Steering Committee. The HR Manager should then doubleup as the counterpart for internal skills transfer. Job Factor Score Sheet : Job 12 Factor A B C D E Education 20 40 60 80 100 Experience 30 6
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